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16 December 2016 -
More than 45 years after the Equal Pay Act was established in the UK, the battle for equality in the workplace for women continues, as research shows unequal pay, unfair conditions, sexual harassment and a ‘glass ceiling’ are blocking many employees from reaching the top of the career ladder.
The latest CMI research revealed ‘the missing middle’ experienced by women in many organisations, whereby disproportionately few advance into middle management and beyond.
CMI’s 2016 National Management Salary Survey shows that while 73% of entry-level roles are occupied by women, this reduces to just 43% of women in middle management roles.
Despite a number of government reviews, initiatives and targets, fewer than 10% of executive director roles at the UK’s 100 biggest public companies are held by women, according to Cranfield School of Management.
Furthermore, more than four in 10 young women reported that they believe their gender will count against them during their career, compared to just 4% of young men, according to a survey by the Royal Institution of Chartered Surveyors (RICS).
Some estimates suggest this is losing the UK economy as much as £150 billion a year.
To fill the ‘missing middle’ and achieve a 50/50 split of management jobs between men and women by 2024, UK Plc will need 1.5 million new female managers. CMI has launched CMI Women and created a Blueprint for Balance, a free tool allowing employers to share information and learn how others have improved gender balance in their organisations.
With men typically dominating the senior ranks of businesses, it makes sense for both sexes to work closely together to solve current inequalities in the workplace.
Rather assessing what women alone must do to fulfil their potential at work, in one study, researchers at the University of Cambridge took an alternative approach by interviewing male employees and attempting to work out the contribution male peers can make.
Based on interviews with 40 men in early career, middle management and senior management roles in SMEs and large organisations, across public and private sectors, the breakthrough report, Collaborating with Men, provided male insight into the implicit and explicit behaviours that impede women’s careers.
Women continue to report that they commonly experience behaviours and assumptions from male peers and bosses in the workplace that frustrate them and impede promotion by merit. These behaviours include being interrupted and talked over in meetings and being side-lined from many informal conversations where decisions are often really made.
Dr Jill Armstrong, the leader of the research, explained: “Small, incremental changes in the behaviour of individual men will add up to big changes for women’s advancement into the top levels of careers.
“Many men involved in this research have suggested ideas to help their understanding of the problems women report, to improve relationships between male and female colleagues and help level the playing field for women. Men and women in middle and early career stages have a lot to get done. The best solutions will be those that adapt easily into the normal working day and positively improve the workplace culture for men as well as women.”
Find out more about the work CMI is doing to help women in the workplace, and how you can get involved, see here: managers.org.uk/cmiwomen
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For more information or to request interviews, contact CMI's Press Team on 020 7421 2705 or email press.office@managers.org.uk
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